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Human Resource Management

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ภ&

ภภGlobalization

ภMan ager ial In nova t

ion

Glo

on i t a z bali 2

Human Resource Management

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3

Human Resource Management

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0 0 0 9 ISO 14001 O S I HACCP

TQM

QCC

SA8000 4

Human Resource Management

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5

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6

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7

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Human Capital Management (HCM): The task of measuring the cause and effect relationship of various HR programs and policies on the bottom line of the firm.

Human Capital Management (HCM): ภภ.ภ! 0 . 0 ! ภ.1 2 " 2 ! 0ภ.ภภMondy R.W.and Noe R.M., Human Resource Management, p.3

8

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. . HR 1 6

!7 28 9 9 6 & . : ; < 9 1ภ(Proactive)

6 ภ9 & " 0 !7 28 !9 & ภภ0H8ภ!7 :28 < ; 6 ภ< ภ. .1 6 !! .69 6

ภ& 6 2 ภ!I ." " . " !J 9 ภ1 K ภ!7 ! Lภ$ 6 ภ6 ภภ!M " N ภภ. & 9 6 : ; 6 ภ2 "2 : !J ; ภภ< 9

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. . HR 1 6

Strategic Partner: !7 28 9 R ภ6 # ภ8 H < " !J 9 ภ1 K ภ" ŕ¸

Administrative Expert: H6 ภ! .! 1 ภ0. ภ<

. ภ1$ 6 .ภ.ภ! ! ภ0 !7 ภ! . (Restructure) & ภภ(Downsizing)

Employee Champion: 6 9 & ภa 6 & " ( ภภ. ) 0!M 6 & !7 ภ09& 9 ŕ¸

Change Agent: !7 28 0 < "ภภ. .1 ..6 N ! .69 6 ภ"

Human Resource Management

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HR Role Today HR generalist: 28 . 2 9 . 0 < " N ภ6

ภ. .1 HR specialist: 28 8 0 9 9 LภbLa 6

c 0 ภ. .1 9

Recruitment Training HRIS Employment Law Payroll Mathis R.L. and Jackson J.H., Human Resource Management, p.31

11

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Rela r tion Safety lth & Hea

nin Jo g b an An d al y D es sis ig n

Pla n HR

ce an rm l rfo isa Pe pra Ap

Pr od uc M an t ag ivit em y en Lab t o

HR

g n i t i u r c e R

System n io Man agem en t &O rgan izati Dev on elop m en t

om pe

ng ni ai

C

Tr

Human Resource Management

Selection

Plac Tr

ns at

ts i f ne e e c i B rv e S &

al n o i at g z i an turin g r O truc S

a Pr ns om f e ot r io n

em e nt

12

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A Model of Human Resource Management Planning

In put Process

Transformation Process

Organizational Outputs

• HR Planning

• Recruiting

• Transfer

• Job Analysis and

• Selection

• Promotion

Appraisal

• Placement

• Demotion

• Productivity

• Training

Measurement

design • Org. Structuring

• Performance

• Management and Organization Development • Compensation Management • Benefits and Welfare • Safety and Health programs • Labor Relations Activities

ภภ!"#$ %&' ()&ภ*+,) )-( ( ./ , ภ12' (" 33 ), &4 54! 6&3 2 !" 33 ) Human Resource Management

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Corporate Strategy drives Functional Strategies Corporate Strategy

Financial Strategy

Marketing Strategy

Human Resource Strategy

Production/ Operations Strategy

Integration 14

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• Recruit - & ภ, . • Retain - a , ภ$ • Retire - ภ15

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Organization Strategy

Financial Strategy

Marketing Strategy

Recruit or Hiring Strategy

Recruiting Selection Placement

Human Resource Strategy

Retention Strategy (Motivation, Maintenance)

Production/ Operations Strategy

Retire or Separation Strategy

Orientation Training

Layoff Termination

Pay & Rewards Benefits

Early Retirement Quits 16

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ภ" #

ภภภภภภภภภ! 17

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18

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Human Resource Planning Human Resource Planning is the key link between a firm’s strategic plan and its overall human resource management functions. (William P.Anthony, Pamela L.Perrewe, K.Michele Kacmar, p. 133)

ภ2 . ภ.1 !7 ภ9& < 0 ภ2 9 ภ1 K ภภ.. . " N 6 ภ. ภ.1 6 ภ19

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Human Resource Planning ภ2 . ภ.1 !7 ภ0. ภ6 ภ! Corporate Plan and Objectives ( 2 0 !J ภ) ! !7 2 . ภ.1 6 " a 6 9 ! h 0 1h bL !7 2 ภภ.ภ, ภ& ภ, ภ0 2 ! 0 9 " . , ภijภ. , ภ< , ภ& a & "<

0ภภ< 0 . . 6

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ภ& ภ, ภijภ. , ภ. " . , p p 21

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22

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Strategic Planning Human Resource Planning Forecasting Human Resource Requirements

Comparing Requirements and Availability

Forecasting Human Resource Availability

Demand

Surplus

Shortage

=

of Workers

of Workers

Supply Restricted Hiring,

No Action

Recruitment

Reduced Hours, Early Retirement Layoff, Downsizing

Selection 23

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Requirements and Availability Forecasts 24

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Forecasting HR Requirements Requirements Forecast:

!7 ภ! 0 hภh " < ŕ¸

0! 0 ภภ" ภ6 " < !7 " ภ" . ภ. 1 !J & "H1! 0 6 " ภ25

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Forecasting HR Availability Availability Forecast:

!7 ภ0. ภ6 ภภ< ภ0 ภภ$0 H " ภ" ภ& 0 ภ6 ( ภ6 0/ & ภภ) 6 ภh ภ" ภ& H 6 h0 a ภ< !7 " < L HL : ; " 69 6 ภ: ijภ. 0 R ;.1 ภ< .ภ2 ภ1 K 0 6 " 26

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HR Forecasting Techniques • Zero-Base Forecasting: ภ69 " ภ< ภ8 h h0 a !7

1 " 6 ภภh & ภ< " ภ< 6 " 0H ภ6

ภภภ0 ภ.6 & 6 ภ" ภ0 < ภ0 " ŕ¸

a N ภ< !7 " . ภ6

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• Bottom-Up Approach: !7 K ภภh " ภ< 6 " 0

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ภ& 69 6 ภ" 6 & ภ& " ภ< a ภ6

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ภภh < 27

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HR Forecasting Techniques • Mathematical Models: ภŕ¸

•

ภภภภภภ! ภภ" #$ % ภ&" ' % Simulation: ! ( ) ภ* )+ ภ!

,**- (real-world situation) ' ภภ! ภ)+ ภ! ' . ' “ / * ภ#$ + *' ' ' " #$ ภ10%â€? “ / * ภ#$ + " #$ * ภ2 ภ3 ภâ€? 0 ภภ' * ' Line Manager / 1 " " ) ภ) *&ภ,2 ' . 28

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ภภภ. 1 • ภภ• ภ" • ŕ¸

• ภ2 " / ภ< ภ• ภ0 R • 0.. # & ภภ(MIS) • !M , R K , ! 09 ภ• !M # $%ภ• !M ภ& , %. 0ภq • !M • !M ภ( 8 Five Force) Human Resource Management

30

P.30

Corporate Strategies Program Project

Growth Stabilization Investment Reduction Takeover Defense Turnarounds

Business Strategies Cost Leadership Differentiation Focus

Activities

Functional Strategies Marketing

Production

HR

BUSINESS LEVEL Action Plan 31

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32

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1.Growth Strategy 1. Intensive Growth (,-.-/0.1203405/6789:) – Market Penetration – ,-.-/0.1<=><=?@,ABC<C/0.1D15E

203 product D15E DC>C aggressive marketing DF@C GH. promotion E.ก,ABC, DK5LEKC7กM.C,.-E.ก,ABC DNOC/>C – Market Development – =./0.1<=E@<=> product D15E

DNOCก.P,-.-/0.1QN-7M2=0@MRSLCGTL-7MQE@DU-QN – Product Development – NP7VNPWM product <C/0.1

D15E<=>1,T ABC <=>ET-R1,.-DK5EL E.ก,ABC 33

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1. Growth Strategy 2. Integrative Growth (PXEDKSLRY/) • Backward Integration – GH.ZWPก5[D1T-Xก7V Supplier =PSRR.[\SBRก5[ก.P,RM Supplier

ZWPก5[

DKSLRYRก.]G.M

• Forward Integration – GH.ZWPก5[D1T-Xก7V0^กU>. =PSR

R.[\SBRก5[ก.P,RM0^กU>. DKSRL /71UCก0.M203YRก.]G.MZWPก5[ • Horizontal Integration – \SBRก5[ก.P,RMU^@2,@M DKSLR<=> /CDRM<=?@,CAB DF@C True \SBR KSC, EGV \SBR Major Cineplex 34

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1. Growth Strategy 3. Diversification (,-.-/7XQN]^@ZWPก5[<=E@) – Concentric Diversification – <F>DGUYCY0-T =PSR know-how D15EGTLETR-^@ GH. product <=E@ DF@C DNOCP>.CD]SBR4>.]/PT ,-.- line E./71D]SBR4>.VWP_W 1>X- DNOC/>C – Horizontal Diversification – K7`C. product <=E@GTL<F> know-how 203DGUYCY0-T<=E@ <=>2ก@0ก ^ U>.ก0W@ED15E DF@C Arrow ,.D]SBR4>.VWPW_ กa,-.- line QNGH.D,aE,71=C7M DNOC/>C – Conglomerate Diversification – ,-.-G7BM405/6789: 2030^กU>.<=E@ GH.ZWPก5[GTL2/ก/@.M[.กD15E DF@C ก0W@EF5CURP:N GH.ZWPก5[ ]SLR].P, ].-ก.PV5C, ITV DNOC/>C 35

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2. Stabilization N " & " 0 3. Investment Reduction 1. Retrenchment – ภ0-WGZ:=1/7X DC>Cภ.P01 U@.<F>[@.- 2VVU@R-b 01 2/@-7MQE@cAMภ7VD05ภภ5[ภ.P 2. Divestment – ภ.P,.-]5CGP7K-: =PSR D05ภภ5[ภ.P 36

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Turnarounds *EH) strategy IJK+%ภ. &3CLภIJ'I E ภ& ŕ¸

GภGJD (&$6 (Gภ6 $ B)' ( 2)MJ3 2 ภN','IภE . &3CLภ& G%&3* 4ภภ4 ภNE -$( .J#NE &3CLภ! 4ภOPQ) R )ภSLN$% *'TJ&'IEU .(K)&BG 2ภ').V)W *ภ4$ภ*E IJ()"E 3 Investment Reduction Stabilization Growth 37

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Business Strategy ภ- ' *' "% - & *# / +1ภ)' & ' ŕ¸

• Cost Leadership –

% ภ" 3 4 !5 % ภภภ6! ' & & ภ' * ภ1'& ' ) Brand Loyalty ) + )

• Differentiation (Product Leadership) –

&" / • Focus – ภ) % ภ% +1ภภ' 1'& ' &ภ'

ภ-' 7 8" 38

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ภ1 ภ1 K K 0 0 ..K1K1 ภภ(Business Strategy) Strategy) (Business " 6

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Cost Leadership

Differentiation

Cost Focus

Differentiation Focus

" ภ39

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40

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Rapid Change

New Technology

Globalization

Politic and Legal • Downsizing

Decentralization Org. Restructuring ŕ¸

etc.

Customer Cost

Quality

Service

Competency 41

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42

Human Resource Management

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43

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HR Strategy - !7 ภ1 K ภ. ภ.1 . 1 ภ1 K ภ(Corporate Strategy) ภ& 6 ภH. 1 ภ(Mission) 0 "H1! 0 (Objective) ภ<

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Strategic Human Resource Management Strategic Human Resource Management *EH)ภ)D

ภ#)ภ$% )ภ42 .!( ภBCC NE &3 . ภ(B 5L 3 5B ภ4 6&3&3CLภ(Dave Ulrich, p.189) Strategic Human Resource Management *EH)EU .( D C.X6&3ภ# 3ภ(B 5L " Tactic

'I ,#) D C.XG,&ภ)D ภ(B 5L' K+% *EH)EU .( IJภ,&K2%*ภ4$ Feedback ]MJ3)D NE ^,ภ#)" E . *E IJ()ภ(B 5LG &$*# (John B.Miner and Donald P.Crane, p. 12) 45 Human Resource Management

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Strategic Human Resource Management Strategic Human Resource Management *EH)* TJ&3 IJ

*ภIJ(#6%&3ภ. ภ# 3" )" ภG.$ 4)K *+43ภ(B 5L #' .V3*EH)ภE )2)% IJG, 3W 6&3ภ42 .!( ภBCC *6% $%#(ภ.) (William P.Anthony, Pamela L.Perrewe, K.Michele Kacmar, p. 16)

Strategic Human Resource Management

*EH) 3* T&ภG, 3W K)ภ&&ภ" 42 3 ) BCC ]MJ3 3* T&ภ*2 , )IV ,3 G,& E ภ& ภ6&3&3CLภK) ( ( # .V3 K)"3, #ภ" K)"3, (Gomez-Meja, Balkin, Cardy, p. 25) 46 Human Resource Management

P.46

Corporate Strategy drives Functional Strategies ภ(B 5L $. &3CLŕ¸

ภ(B 5L $% )ภ*34)

ภ(B 5L $% )ภG $

ภ(B 5L$% ) 42 .!( ภ')B_(L

ภ(B 5L $% )ภ4G

). )B)ภ.) 47

Human Resource Management

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.8 h ภภ! ภ1 K ภ8

ภ1 K . ภ.1 0 . 1 K K Corporate Strategy

ภ1 K ภภ2 9 ภ1 K . ภ.1

ภภภ. ภ.1 - & ภHuman Resource Management

R 0ijภ.

! 0 2 ภ!I . "

0 .ภK HR Strategy 0 .!I . " ภHRM 48

P.48

Organization Strategy

Business Strategy Financial Strategy

Marketing Strategy

Recruit or Hiring Strategy

Recruiting Selection Placement

Human Resource Strategy

Retention Strategy (Motivation, Maintenance)

Production/ Operations Strategy

Retire or Separation Strategy

Orientation Training

Layoff Termination

Pay & Rewards Benefits

Early Retirement Quits 49

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ภ(B 5Lภ2 (Recruiting or Hiring Strategy ) • *EH)ภ(B 5L(,&( IJ&(^, (KG%ภ(B 5L $. 2)% IJ (Functional Strategy)

K)$% ) 42 .!( ภ')B__(L

• *EH)ภ(B 5L IJ .$ D G,& ภภ# 3" )&.G ภD .3 • *EH)ภ(B 5L IJC & C B'RM3#45Iภ2 "2 ,3K)ภ2 #45ภI C.$* T&ภ" ภB!).ภ3 ) 50

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ภ1 K ภ8 ภ$ ŕ¸

(Retention Strategy )

• *EH)ภ(B 5L IJ*ภIJ(#6%&3ภ. ภ#)ภefภ& ' ภ!.g) ภ#.$ " E *'4) ภEF4 .G43 ) ภK2%C, G& " )" 3#. ^3K G, 3W #'NERM3* TJ&3ภ$^" B6 ! C# 'E &$ .( " # $4ภG, 3W 6&3!).ภ3 ) *!TJ&K2%!).ภ3 ) &( ภ&(^, &( ภC4$ " &( ภD 3 )ภ. &3CLภK2%( #) ) IJ B$ • *EH)ภ(B 5L IJ'B,3 .ภ_ !).ภ3 ) IJ'I 3 )$IN#%ภ. &3CLภ51

Human Resource Management

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ภ1 K ภภ!7 ŕ¸

(Retire or Separation Strategy )

• *EH)ภ(B 5L *IJ ภIJ(#6%&3ภ. ภ#)ภ4V) !ภ*EH)!).ภ3 )$%#( #45IภG, 3W $.3G,&NE)IV *!TJ&K2%ภ4V) !).V) &$C %&3ภ. R ) C# ' D *EH) " !ภSL6&3&3CLภK)6S ).V)W ' ภI J B$ ภ&&ภ*&36&3!).ภ3 ) (Resign or Quits) ภ*ภ_I(S& (B (Retirement) ภ* 4ภ% 3!).ภ3 ) (Layoff) ภN ,&&ภ(Firing) • *EH)ภ(B 5L 'IJ B,3*)%)K2%ภ4V) !ภ*EH)!).ภ3 )K) BภW *3TJ&)N6 *EH)NE&(, 3)B', )# " (.3C3 .ภ_ '4G ! IJ$I 2#, 3ภ.)N#%K2%' ภIJ B$ 52

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ภ(Job Analysis : JA) Task ( %& %) = & % ) * +ภ)* # , %& %- ./* 0 , 1 )* 2 0 & ภ" )*, & 1 -

Duty ( " )*) ภ" % Task %& " % 1 Task ./* Task & 1 0 ภ2ภ) * 4, 1 -

Responsibility ( 5 ) 0 ภduty & - , & 1 ./* 6 " & 7 * 4 )* 6 " " ) 6 & 1 Gomez-Mejia, Balkin and Cardy, Managing Human Resources , p.64 54

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ภ(Job Analysis : JA)

ภภ8/ภ9 % )% , %& 0 : % ," ; , 6 " ภ2ภ, = ภ* " 5& ภ9> , * / # ภ> 6 ภ, @ ภ0 " ภ2 ภ)1 ภ% 5& %6 " & ภ6 " +2 " 65" ;" ! )* ) #> %& 7 55

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! 0ภ. ภ0

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Duties

Responsibilities

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(Job Description)

(Job Analysis) ภภ< 1h . " 28 !I . "

(Job Specification)

Knowledge

Skill

Attitude 56

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ภ* 6

" / 2 ภ6 & ภ& 6 & )*% & )*% ภ) : : %)6 &57

Human Resource Management

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K ภ0 (Job Analysis Methods) • • • • •

" & R ' (Questionnaires) ภ.3*ภG (Observation) ภ.' _SL (Interviews) ภ$ .) Mภ(Employee recording) ภ' )2 (#45I (Combination of methods)

58

Human Resource Management

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Job Redesign

Job Enrichment The process of putting specialized tasks back together so that one person is responsible for producing a whole product or an entire service.

ภ. 6 ภ$h0 ภภLa & < 6 a 6 N a ภ0. ŕ¸

Job Enlargement: The process of expanding a job’s duties.

ภ. ภ$h0ภ< "ภ" ! ภ(Gomes-Meja, David B.Balkin and Rober L.Cardy, Manaing Human Resources) 59 Human Resource Management

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60

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, , 1 1 ภ2 ภ2 ;" & ,)% " )*, " / A % % ภ#

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3) & , & • & , & & ;" 45 & ;"6 " 45 )* " % : % & & ;"2 ภA % #

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4) 0 H ภ(Major Challenges and Required Competencies) (Major Challenges) D 3 ) (KG%C# 'ภ$$.) ภBCC G, 3WK)&3CLŕ¸

H " ภ(Required Competencies) ภC# CB'& 'SL

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4. " % Y ภ(Major Challenges and Required Competencies) !7 . ภ................. • 6 "<

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a • 6 ภ!J ภ!7 • ภ< Training Needs "<

a 68

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5) 26 ภ* ภ/ 62 (Authority) < 1 " " 2 28 . .. 9 6 , ภ# & " 7 " 7 & ภ2,000 / 1

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5. 26 ภ* ภ/ 62 (Authority) "#$%&'(%)*+,-./01."02134%456%74)*+8%ภ4,#:;.<2;=4%01= >?7@34,=234A6%'= 26 ภ* ภ/ 62 2 ภ)*% ," ภ.......... • ภ# • ภ44 • ," ;ภ6 9 • " ภg % • " ภg )% , 9 70

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ภภ" )* , , ภ, ภ0 * )*65"6 ภ* ," 62 ภ)*% ภ& ;" 45 ภ;" ! 73

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3.1) : % # ( Job Summary) 0 & )* #Y/ 4, 1 6 & 1 %& %& - > 2-3 :%

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Human Resource Management

P.76

3.2 5 " )* )* " ! (Responsibilities & Duties) 0 & ,% % 4, , , : % # (Job Summary) : % %6 % )% & ;" & 1 - ), , 5 )% 7 2 " ! " )* 7 "

77

Human Resource Management

P.77

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P.78

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Human Resource Management

P.79

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P.80

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81

Human Resource Management

P.81

5)1 (KPI) KPI 2 ŕ¸

K = Key P = Performance I = Indicator

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Human Resource Management

P.82

ภภD 2)$G.#+IV#.$ 3 )2 .ภ((Key Key Performance Indicators Indicators)) !7 ภ6 ภ2 6 ภ< ภภa N 0 !7 " 9 a 2 ภ< ภ& 2 ภ!I . " 6 9

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P.83

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P.84

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Human Resource Management

P.85

ภภKPIs & :

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P.86

ภภKPIs 3. " - 534%(%071",*Iภ,71=01=Q%<ภ=4%7 & ภ5 * / - 1<2,4E(4JQC=Q18501=Q%<ภ=4%2'1.,;S<)7 & * ภ& 80% - 1<2,4ภ4,04@=4%7 & ภ0.5% - 1<2,4ภ4,11ภ54ภ=4%7 & ภ5% 4. " @ % - 1<2,4ภ4,D4#H(I01=Q%<ภ=4%7 & ภ0.2 % - 534%(%1/.<2"; 62/WC=0<%K 6I/@=4%271= & ภ0 - E'4,<ภS4QI4.4D"XD*+I7 & ภ500 / / u 87

Human Resource Management

P.87

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P.88

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P.89

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Human Resource Management

P.90

& )* 4 @ ภ(Environment) ( & ) 1) @ " 6 ŕ¸

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Human Resource Management

P.91

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P.92

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P.93

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P.94

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P.95

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Human Resource Management

P.96

< L 6 ภJob Analysis L ภ4 C & x x x x

Correct Clear Concise Complete

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Human Resource Management

P.97

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Human Resource Management

P.98

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Human Resource Management

P.99

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Human Resource Management

P.100

101

Human Resource Management

P.101

ภ0. ภ& 0 .ภ. ภ" HR Planning ภ2 ภ1$

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P.102

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P.103

Decruitment & ŕ¸

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Human Resource Management

P.104

Decruitment & ภภ(Layoff) ภ(Firing)

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Human Resource Management

P.105

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Human Resource Management

P.106

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Human Resource Management

P.107

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Human Resource Management

P.108

109

Human Resource Management

P.109

6 ภ(Source)

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Human Resource Management

P.110

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Human Resource Management

P.111

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Human Resource Management

P.112

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113

Human Resource Management

P.113

114

Human Resource Management

P.114

Recruitment - Selection Process Recruitment - ภ. Selection - ภ& ŕ¸

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Resume Interview - $h

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Test - < .. .

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Human Resource Management

P.115

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Human Resource Management

P.116

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Human Resource Management

P.117

a " ภ$h ! . ภ!7 3 a "

I. ภ$h # II. ภ$h . ภ– & 28 ภ5-7

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Human Resource Management

P.118

Unstructured Interview - .' _SL" N','-I C 3 % 3CD R ' Structured Interview - ภ.' _SL" 'I-C 3 % 3CD R '

119

Human Resource Management

P.119

H . ก ก 3 ! 0 & Gut-Feel Interview

Conversational Interview Stress Interview 120

Human Resource Management

P.120

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Human Resource Management

P.121

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Human Resource Management

P.122

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Human Resource Management

P.123

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Human Resource Management

P.124

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Human Resource Management

P.125

Behavioral Interview

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Human Resource Management

P.126

" < H Behavior-Based Interview < H a 0 !7 < H ! !‚ 1 H HL „" ภภ< 2 28 9

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Human Resource Management

P.127

Situational Interview

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Human Resource Management

P.128

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Human Resource Management

P.129

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Human Resource Management

P.130

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Panel Interview Board Interview

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Human Resource Management

P.131

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Human Resource Management

P.132

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Human Resource Management

P.133

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Human Resource Management

P.134

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Human Resource Management

P.135

8! ..ภ$h & 9 . a " ภ$h ภ!7 4

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Human Resource Management

P.136

137

Human Resource Management

P.137

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Human Resource Management

P.138

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Human Resource Management

P.139

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P.141

"1 6 ภ& ภ1) Snap Judgment: ภ" 6 ŕ¸

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"1 6 ภ& ภ4) Lack of Training: ภ$06 ŕ¸

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# 9&a 9 " H . ภ#Lภ$ 6) Negative Emphasis: ภh ภ!M . !7 ภhˆ 143

Human Resource Management

P.143

144

Human Resource Management

P.144

Training and Development ภijภ. 0 R & " & 1 R Competencies ŕ¸

02 ! 0ภ.ภภMondy and Noe, Human Resource Management, p.202

145

Human Resource Management

P.145

Training (ภijภ. ) & ภภ1 H 8 (Knowledge) 0 ภ$0 (Skills) < !7 " ภ< !M 1. 6 ภ28

Mondy and Noe, Human Resource Management, p.202

146

Human Resource Management

P.146

Development (ภR ) & ภ8 (Learning) < .ภ< 6 " 0 1 ! !J 0 0 Mondy and Noe, Human Resource Management, p.202

147

Human Resource Management

P.147

"H1! 0 ภijภ. 0 R "H1! 0 8 1 ภijภ. 0ภR & ภภH 8 0 R " " & ภภL : ภภ8 ; 148

Human Resource Management

P.148

Learning Organization ภภ8 HL ภภ$06 ภ. 0H 8 a ภ$06 ภ! . „" ภ"

6 ภ. 8 (Knowledge) 0 . 8 (Insight) 6 N Bateman and Snell, Management 149

Human Resource Management

P.149

Learning Organization ภภ8 & ภ" 0 ภHL < ภR 0ijภ. " N ภภ.2 ภ0 ภ6 ภijภ. 0 R ภภLa " & Mondy and Noe, Human Resource Management, 150

Human Resource Management

P.150

151

Human Resource Management

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ภijภ. 9 ภ1 K (Strategic Training)

Business Strategies

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P.154

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Human Resource Management

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ภ< !7 6 ภijภ. 0 ภ(Organizational Analysis) 0 .1 & 28 < "<

(Person Analysis)

0 0 (Task Analysis) 156

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! H . ภijภ. ภa 1. ORIENTATION TRAINING & ภ!% # !7

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Human Resource Management

3. NEW TECHNOLOGY TRAINING ก.PefกRVPENP3D6GCTB <F> DESLRETก.PDN0TL-C2N0MDGUYCY0-T<CRMU:กP DF@C On-Line Training

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P.158

159

Human Resource Management

P.159

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P.161

& ภ6 ภijภ. & ภ6 ภijภ. . ภ!7 5 ภ1 & 6 ภ0 ภ."<

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ภ9 ภŕ¸

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P.163

164

Human Resource Management

P.164

!7 ภijภ. 1 „" ภ! ! ! ภภijภ. 28 .ภijภ. 8, ภ$0 0 H < ŒŒ.. (able to do) " "H1! 0 9 „" ภ" a ภ.ภijภ. 165

Human Resource Management

P.165

"H1! 0 ภijภ. Y# 5 = ภภA B C D A: B: C: D:

AUDIENCE BEHAVIOR CONDITIONS DEGREE

6 ? 7 ? %& 7 ? & 7 ?

(WHO) (WHAT) (HOW) (HOW MUCH) 166

Human Resource Management

P.166

"H1! 0 ภijภ. " "H1! 0 9 „" ภ: & a 1 ภijภ. 28 H & ภK ภijภ. 0 ; (AB)

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167

Human Resource Management

P.167

"H1! 0 ภijภ. ภ! ! „" ภ28 .ภ. . !7 3 ภ1 & â˜ş „" ภ8 0 " !M â˜ş „" ภภ69 0 0 ภ$0ภ& â˜ş „" ภ8 Lภ0 # "

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"H1! 0 8 0 " !M 0.1 ! 0 1ภ" 69 K " h . K .

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169

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P.169

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P.172

K ภijภ. 1. 2. 3. 4.

Outsourcing of Training Corporate University Distance Training / Learning Web-based Training 2 T& E-Learning 173

Human Resource Management

P.173

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P.174

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(Level)

(Issue)

(Question answered)

(Tool)

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4

Results

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* 4J'G%)

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Human Resource Management

P.177

178

Human Resource Management

P.178

What is Compensation ? Compensation & . HL a .6 ภ. ภ& " . ภ< ŕ¸

179

Human Resource Management

P.179

" .

Direct ( " )

Indirect ( )

Base Pay ( " . " " ) Benefits ( ภ) / &

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• Incentive / Commission & N 9

& .. ภH • Stock Option .- p p 180

Human Resource Management

P.180

Compensation Policy Compensation Policy &

. ภ6 2 " . HL

. 69 !7 6 ภ" 6 ภภ.ภ6 2 " .

181

Human Resource Management

P.181

ภ6 2 " .

Traditional Approach

( .. ภ)

Performance Orientation

( .. 1 2 )

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6 Bonus " 2

182

Human Resource Management

P.182

Exhibit 11-5: A Sample Wage Structure

Human Resource Management

DeCenzo and Robbins HRM 7th Edition

183

P.183 27

Broadbanding HL & ภ1 K & 1. 9 a & a & 8

< ภ6 ภ6 a & & ภ9 a & 6 ภ! . / & & 1

0 ! 0 K ภLa

184

Human Resource Management

P.184

" ก < Boardbanding 69 6 ก < &

ลําดับขั้น

ตําแหนง

ชวงเงินเดือนตามขั้นเดิม

12

กรรมการผูจัดการ

185000 - 250000

11

รองกรรมการผูจัดการ

110000 - 170000

10

ผูอํานวยการฝาย

90000 - 150000

9

รองผูอํานวยการฝาย

75000 - 100000

8

ผูชวยผูอํานวยการฝาย

60000 - 90000

7

ผูจัดการฝาย

48000 - 73000

6

รองผูจัดการฝาย

38000 - 55000

5

ผูชวยผูจัดการฝาย

29000 - 45000

4

หัวหนาแผนก

23000 - 35000

3

ผูชวยหัวหนาแผนก

18500 - 28000

2

เจาหนาที่อาวุโส

12000 - 19000

1

พนักงาน

การแบงเงินเดือนแบบ Boardbanding

Band 4

Band 3

Band 2

Band 1

9000 - 13000

185

Human Resource Management

P.185

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Human Resource Management

P.186

! 0 9 Broadbanding *!4J'C# '(T$2(B,)K)ภ'& 2' (3 ) $ $. +.V)6&3ภ.3C. .X+ D K2%&3CLภ" ' ภ6MV) (Fatten)

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Human Resource Management

P.187

Compensation Policy Compensation Policy . ภ!7 3 ! 0 & Pay Leader: ภ0 & 8 ภ8 The Market Rate: ภ" . " ภhˆ c 6 "

Pay Follower: ภ/ " . " < ภภhˆ c & ภ!M ภ& 9& ภ"

< !7 " .1 ภ1h 188

Human Resource Management

P.188

Rewards for Effective Performance Monetory

• Increased Salary

Non Monetory On-the-job

Off-the-job

• Bonus • Competency / Skill Based Pay (I.e. English, Computer, Service, etc.)

Flexy Time Smart Casual Dress Training & Development Special Project Assignment Extra Benefits

Field Trips • College Courses • Professional Seminar • Networking

(mobile phone, Notebook, car) 189

Human Resource Management

P.189

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191

Human Resource Management

P.191

ภ! 0 2 .. ภ06

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Elements

Traditional View

Newer View

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(Appraiser)

6&3 ^%R^ภE *'4) (Role of Appraisee)

#45Iภ#.$ (Measurement)

( *# K)ภE *'4) (Timing)

192

Human Resource Management

P.192

193

Human Resource Management

P.193

Performance Appraisal

Performance Appraisal

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Human Resource Management

P.194

Performance Appraisal

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Human Resource Management

P.195

Performance Appraisal

1. K ก ! 0 2 L 1h ก$h0 !7 ก (Trait Method)

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196

P.196

1. ' #&22% 0 $&22 Graphic Rating Scale )

.$/+ % 0 $

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+ ŕ¸

+

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1 % # $

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197

Human Resource Management

P.197

Performance Appraisal

2. K ก ! 0 2 L " ก ก < !7 ก (Behavioral Method)

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198

P.198

ตัวอยางแบบประเมินผลงานที่เรียกวา Behavioral Anchored Rating Scale (BARS)

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Performance Appraisal 3. K ก ! 0 2 L 2 < !7 ก (Result or Objective Based Approach)

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200

P.200

Performance Appraisal

3. K ก ! 0 2 L 2 < !7 ก (Result or Objective Based Approach) วิธีการประเมินผลประเภทนี้ ผูบ  ริหารขององคกรจะตองกําหนด “เปาหมายเชิงกลยุทธ” ขององคกร แลวแปลงเปาหมายเชิงกลยุทธนั้น ไปเปน “เปาหมาย” ในระดับตางๆ

• Management by Objective (MBO) • Balanced Scorecard (BSC) 201

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Balanced Scorecard If you can’t measure it, you can’t control it. If you can’t measure it, you can’t manage it. 211

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Balanced Scorecard ภ2 ! 0ภ.ภ6 " 1 c 02 K ŕ¸

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Balanced Scorecard BSC !7 & & . 6 1

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Balanced Scorecard EWEERM (Perspective) 1>.Cภ.PDM5C (Financial) 1>.C0^ภU>. (Customer) 1>.CภP3VXCภ.P6.-<C (Internal Process)

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Financial Perspective !J ภ(Financial Objective) !7 !J ภภa " 2 (Measure) 1ภ" " K ภ. !J ŕ¸

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Financial Perspective !J ภ(Financial Objective) â˜ş â˜ş " 1 / 2 2 " â˜şŕ¸ 69 ! 0 9 /ภ1 K ภ1

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Customer Perspective " 2 &a % (Core Measurement Group) : . " (Market Share) ภภ$ 8ภ(Customer Retention) ภ8ภ6 (Customer Acquisition) L 6 8ภ(Customer Satisfaction) 2 ภ< ภ8ภc 0 (Customer Profitability) 218

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P.218

Customer Perspective G.#6. *C TJ&) (Driver) IJ D C.X N$%"ภ, 1h ภ$h0 /. ภ(Product/Service Attribute)

K ภ. 8ภ(Customer Relationship) ภ$h 09& (Image and Reputation) 219

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Internal-Business-Process ภ0. ภ&a % ภ" N ŕ¸

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Internal-Business-Process " 2 < .ภ0. ภ0 R ŕ¸

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Internal-Business-Process " 2 < .ภ0. ภ2 " ŕ¸

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Internal-Business-Process " 2 < .ภ0. ภ. ŕ¸

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Internal-Business-Process " 2 < .ภ0. ภ. ภภŕ¸

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Learning and Growth Perspective Learning and Growth Perspective

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Learning and Growth Perspective " 2 &a % # ภ.1 ภL 6 ภ(Employee Satisfaction) ภภ(Employee Retention) 2 2 " ภ(Employee Productivity) 227

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Learning and Growth Perspective " 2 &a % # ภ0.. 8 H6 ภHL 8 0..!J ภ. 8 – H8ภ" 0" 228

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Learning and Growth Perspective " 2 &a % 8 6 0ภภ0 < < 0 ภ(Suggestion) ภ! .! 1 1h (Improvement)

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Balanced Scorecard (BSC) RMU:NP3ภRVKSBCp.C,RM2/@03EWEERM 1>.Cภ.PDM5C / 1>.C0^ภU>. / 1>.CภP3VXCภ.P6.-<C / 1>.Cภ.PDPT-CP^>203ภ.PD/5VY/ OBJECTIVE KPI

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! 0 9 Balanced Scorecard

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